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Download Forensic Chemistry 2nd Edition Bell Test Bank all chapters
Download Forensic Chemistry 2nd Edition Bell Test Bank all chapters
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Chapter 10: Work and Family
Multiple Choice
A. are more likely to experience hostility when applying for feminine-type jobs
compared to masculine-type jobs.
B. are equally likely to experience hostility when applying for feminine-type jobs
and for masculine-type jobs
C. are more likely to take earlier leaves related to childbirth when their company has
family-supportive policies.
D. are more likely to be committed to their organization when their organization has
family-supportive policies.
2. In 2010 the Department of Labor changed some aspects of the FMLA (Family
and Medical Leave Act) that include
A. About 30%.
B. About 25%.
C. About 19%.
D. Less than 10%.
E. None of the above.
Answer: C, p. 330
A. Men’s covered wives or partners are also provided protection under the act.
B. Nearly 50% of the cases filed with the EEOC under Pregnancy Discrimination
Act were resolved with merit.
C. Prior to passage of the act, employers commonly required pregnant women to
take leaves of absence or to resign.
D. All of the above.
E. A and C only above.
A. Women who are pregnant must be allowed to continue working as long as they
are able to perform their jobs.
B. Women who are temporarily unable to perform their jobs must be treated the
same as any other employee with a temporary disability.
C. Co-pays for pregnancy must be the same as those provided for other medical
conditions.
D. The Pregnancy Discrimination Act requires employers to provide medical
benefits for pregnancy and related conditions.
E. All of the above.
Answer: D, p. 327
6. Which of the following is true of the relationships between sex, marital status, and
children discussed in the text?
Answer: E, p. 333
7. Flexible scheduling
8. In comparing earnings for men and women, researchers have found that
A. male managers, but not female managers, perceive women as less promotable
than men due to having greater work/family life conflict than men.
2
B. male managers, but not female managers, perceive women as poorer performers
who fit their jobs less well.
C. male and female managers perceive women as less promotable than men due to
having greater work/family life conflict than men.
D. differences in earnings and promotions do not reflect behaviors of men and
women at work.
A. Regardless of marital status, all employees could make use of flexible schedules
and leaves.
B. Avoid asking single employees to perform duties that would not be expected of
employees with family needs.
C. When given flexible scheduling choices, single employees repay employers
through greater willingness to provide extra help when needed.
D. All of the above.
Answer: D, p. 338
10. Which of the following is true of the family policies in the U.S. and some
countries discussed in the text?
A. In the U.S., most states offer paid leave for family emergencies.
B. The FMLA provides up to 6 months of unpaid leave, while leave in Europe is
limited to 3 months.
C. The FMLA covers all workers, while policies in Europe are limited to the highest
wage earners.
D. Many countries other than the U.S. provide government subsidized or funded
childcare for younger children, much like public schools do in the U.S for older
children.
11. Which of the following has been found of people who take leaves of absence?
A. People who take leaves of absence are more likely to be promoted later, as many
leaves of absence are educational in nature.
B. People who take leaves are less likely to be promoted and receive lower salary
increases after taking a leave.
C. Those who take leaves of absence subsequently receive higher salary increases,
due to perceptions they now have families for whom to provide.
D. None of the above.
3
Answer: B, p. 339
A. is less of a problem now than in the past, due to assisted living and nursing home
facilities.
B. is often combined with child care, creating the “sandwich generation” of care
providers.
C. is more likely to be performed by working men than working women.
D. is of little consequence in today’s workers’ lives.
Answer: B, p. 346
Answer: D, p. 347
True/False
4
3. Grandparents caring for their grandchildren experience work and family concerns
that may be more difficult than those experienced by parents.
4. Compared with women with less education, women with higher education are
more likely to be in the workforce even if they have very young children.
5. Compared with women, men are more likely to have access to flexible schedules.
6. Research suggests that heterosexual mothers are viewed as being more competent
than lesbian mothers.
7. The proportion of the family income contributed by wives is directly related to the
amount of housework performed by husbands.
8. When considering the need to take unpaid family leave for a heterosexual couple,
gender differences in earnings may result in the woman taking the leave.
9. Nearly 25% of all grandparents care for their grandchildren for at least 6 months.
11. Never married, childless women have higher rates of promotion than any other
group.
5
13. Research results suggest that pregnant women who work for family-supportive
organizations plan to return to work sooner after childbirth and are more
committed to their organizations.
14. More households are headed by single women than there are married couple
families with an employed husband and an unemployed wife.
15. While nearly 90% of men usually work full time, 60% of women usually work
full time.
16. Part-time work is associated with fewer job rewards and shorter career ladders.
17. Women working full-time are nearly two times more likely as men working full-
time to be primary care givers to elderly relatives.
Short Answer/Essay
6
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